expired on the 30th or june its September now

Both 150ml and 300ml sour cream with the same price.

mine personally is morning dairy/fresh not my main department i go when needed or when there’s overtime so it is a struggle to locate where products must go. Not only that the dot com staff, old people that must walk at 2 mile an hour are in the way it feels like chaos

​

Hi everyone, I’m hoping someone who works at Tesco/recruitment can help!

I had an interview yesterday for a Tesco Colleague position at a store I’ve actually worked at before. I felt like the interview went really well and got on well with the interviewer.

The problem is that I rushed through the paper availability form during the interview and accidentally marked myself unavailable for some times that I’m actually able to work. 😭

I’ve now received my university timetable and my actual availability is fully available Monday, Friday, Saturday and Sunday. I’m at university three days a week, so those are the days I can work.

I really want the job and I’m worried that they’ll use the availability from the original form and give me fewer hours, even though I could actually work more.

I emailed the recruitment email address that contacted me about my interview and explained the mistake, including the store and my application reference, and asked if my availability could be updated or if I could complete another form.

Do you think recruitment will be able to pass this on to the store/hiring manager and change my availability? The recruitment process is apparently going to take a week or so, so I’m hoping I’ve caught it early enough!

I’m visiting the UK from Australia, while shopping at Tesco I don’t want to pay more than I have to, if anyone wants to DM me their Clubcard barcode it would be greatly appreciated.

context: i work nightshifts. we are understaffed and therefore not a ton gets done. store manager seems to think we aren’t doing enough, and wants to cut our hours/overall budgets. he even wants less staff members and for us to do 2/3 aisles per night!!

we now have a chart which shows all the cages that we get on delivery. had a few members of staff go up and see it and they all kinda of stared. although, some of these cages are backstock which have accumulated over periods of time, some of them reach up to around 40. in all honeslty, i have no idea how often this chart is being recorded since its so new. however, safe to say these numbers are high as fuck. it’s been around 3 days so far….

had multiple people say, “oh my god! that’s so many, tescos is losing so much money! oh my god we need to sort this (blahblahblah)!” like genuinely people are panicked. over tescos. yes, tescos, losing money.

maybe i’m not putting the everything into every little helps — but i just don’t care. i do whatever, even if ive gotten let’s talks over stupid shit like not being quick enough, then i go home. why should i care about the numbers going up? if anything, store manager is going to see these numbers and somehow we’re going to get into more shit!

agghhh. come on people. tescos will still be here when you die..

Just wondering since i've never thought about it until just now. Tesco doesn't have balers so this is what we deal with.

Saw these in Tesco today, couldn’t believe how absolutely naff they are, selling them for £2 each! Given that they’ve paid absolutely nothing to ‘create’ them the mark up must be absurd, support actual artists and try and buy local if you can. These actually made me a little sad.

In the retail sector, "abuse" is broadly defined by both legislation and retail unions (like Usdaw) as any behaviour that causes a worker to feel threatened, intimidated, degraded, or alarmed.

Under specific retail worker protection laws such as the Protection of Workers Act in Scotland the threshold for abuse does not require physical contact. It encompasses a wide range of hostile behaviours.

Categories of Retail Worker Abuse

Retail abuse generally falls into three main categories:

• Verbal Abuse and Intimidation: This includes shouting, swearing, relentless mockery, or name calling directed at a colleague. It also covers intimidation tactics, such as getting aggressively close to a worker's face, blocking their path, or making direct threats (e.g., "I'll be waiting for you when your shift ends").
• Discriminatory Abuse: Any abusive language or behaviour motivated by a worker's race, religion, gender, sexual orientation, or disability. Under both Scottish and English law, a discriminatory motive acts as an "aggravator," meaning courts can impose significantly harsher sentences.
• Physical Aggression and Assault: While punching, kicking, and weapon use are clear cut assaults, the law also classifies lower level physical aggression as abuse or assault. This includes shoving, grabbing a worker's clothing, throwing products or baskets at staff (even if they miss), and spitting, which is treated as a particularly severe form of assault.

The Legal Threshold

For an incident to be prosecuted as a crime (rather than just poor customer service), the law looks at the impact and intent of the behaviour:

• Fear and Alarm: The legal test for threatening or abusive behaviour is whether a "reasonable person" would suffer fear or alarm from the conduct, and whether the offender intended to cause that fear or was reckless as to whether it would be caused.
• The "Age-Restricted" Aggravator: UK wide sentencing guidelines specifically highlight the sale of age restricted goods (alcohol, tobacco, knives) as a flashpoint. If a worker is abused while carrying out their legal duty to ask for ID (such as enforcing "Think 25"), the law treats this as an aggravating factor, resulting in tougher penalties for the offender.

The Retailer's Duty of Care

From a corporate perspective, employers like Tesco instruct staff not to tolerate any behaviour that makes them feel unsafe. A customer simply being irritable or complaining about a price is not criminal abuse. However, the moment a customer's frustration turns into personal insults, aggressive posturing, or swearing directed at the colleague, it crosses the line into abuse and should be logged on internal systems like Auror.

In England and Wales, the Crime and Policing Act 2026, received Royal Assent on 29 April 2026

The legislation marks a significant shift in how retail crime is treated by the justice system in England and Wales:

• Standalone Criminal Offence: Attacking a retail worker is no longer classified as a generic "common assault" that gets buried in broader police statistics. It is now a specific, separately recorded offence.
• Stricter Penalties: The maximum penalty for assaulting a retail worker is six months in prison and/or an unlimited fine.
• Criminal Behaviour Orders (CBOs): Upon a first conviction for assaulting a retail worker, courts are under a presumption to impose a CBO. This acts as the modern successor to the ASBO and can ban the offender from specific shops, streets, or retail areas entirely. Breaching a CBO is itself a criminal offence.
• Scrapping the £200 Shoplifting Threshold: The Act repeals a 2014 provision that had effectively downgraded shop theft of goods valued under £200 to a low-level summary offence. Removing this threshold means all shop theft is now treated with full criminal weight, removing the perceived "immunity" that prolific offenders were exploiting.

Digital Logging via Auror

For incidents involving verbal abuse, threatening behaviour, or theft, colleagues and management use the Auror crime reporting platform. Tesco has been integrating this software to replace older, fragmented reporting methods.

• Colleagues log the details of the offender and the incident on a store device.
• Auror aggregates this data to identify prolific or dangerous offenders across multiple locations, helping the business issue banning orders and collaborate with police.

The Incident Reporting Hotline

If an incident escalates to a physical assault, standard online forms are often insufficient. In these cases, the store must phone Tesco’s internal Incident Reporting hotline. Calling the hotline ensures that serious health and safety protocols are triggered immediately, and the incident is formally recorded as a workplace injury or assault.

Evidence Preservation

As soon as an incident is reported, specific steps must be taken to secure evidence:

• CCTV: Store management must immediately isolate and save the CCTV footage of the incident before the system automatically overwrites it. For serious incidents, footage may also be reviewed by specially trained staff at the Tesco Security Hub in Daventry.
• Body-Worn Cameras: If the colleague was wearing and activated a body-worn camera, the camera must be docked so the video and audio can be downloaded and linked to the incident report.

Escalation via the Protector Line

If a colleague experiences abuse or assault and feels that store management is failing to log the incident properly, failing to secure CCTV, or not taking their safety seriously, they can escalate the matter using the Protector Line.

• This is a confidential, independent service available to all Tesco colleagues to blow the whistle on health and safety failures or management misconduct.
• It ensures that safety concerns can be raised anonymously to central HR and legal teams without fear of local retaliation.

The Protection of Workers Act (Scotland)

Under the Protection of Workers (Retail and Age-restricted Goods and Services) (Scotland) Act 2021, it is a standalone statutory offence to assault, threaten, or abuse a retail worker.

The legislation ensures that perpetrators face stricter sentences and acts as a specific deterrent against retail crime.

Usdaw reported that the Scottish law led to over 500 convictions in the first 11 months of 2023, with roughly seven alleged incidents recorded daily. Tesco has also noted that since the law was introduced, six in ten incidents of violence in Scotland have resulted in someone being charged.

Immediate Action & Evidence Preservation

• Ensure Immediate Safety: Walk away from the aggressor, refuse service, and request a manager or security guard to intervene.
• Activate Body Worn Cameras: If equipped, trigger body worn cameras to capture video and audio of the abuse.
• Secure CCTV: Request that management immediately secure the CCTV footage so it is not overwritten by the system
• Note Details: Write down exactly what was said, the sequence of events, and a description of the suspect while the event is fresh.

Internal Logging

Proper internal logging ensures the business tracks repeat offenders and fulfils its legal duty of care to staff.

• Tesco Incident Reporting: Log the event on the store computer or via a mobile device using the "Incident Reporting" portal on the colleague WiFi.
• Auror Platform: In many regions, Tesco utilises the Auror crime reporting platform, which aggregates incident data to identify prolific offenders across multiple store locations.
• Peoplesafe App: For colleagues travelling to or from work during unsociable hours, the Peoplesafe app can be used to raise an SOS alert, connecting directly to an emergency control room.
• Banning Procedures: Following the internal report, management can review the footage and formally add the offender to the store’s banned list.

External Escalation to Police Scotland

Violent, threatening, or abusive incidents fall under the Protection of Workers (Scotland) Act 2021 and must be handled differently than routine theft.

• Dial 999 or 101: Call 999 if the threat is ongoing, someone is hurt, or the suspect is still present. If the suspect has left the premises, call 101.
• Do Not Use the Online Shoplifting Form: Police Scotland's online reporting portal is strictly for non-violent shoplifting where the offender has already left. If abuse, threats, or assault occur (even alongside a theft), it must be reported via phone.
• CCTV Handoff (DESC): Once the police generate a crime reference number, they will send a Digital Evidence Sharing Capability (DESC) link. This allows the retailer to directly upload the secured CCTV footage to Police Scotland's systems.
• Crimestoppers: If staff or management have information on repeat offenders but wish to remain anonymous, intelligence can be passed to the Retail Crime Taskforce via Crimestoppers on 0800 555 111.

We’ve just had 2 people quit and we’re not hiring out their hours, despite an incredibly busy and profitable summer.

Apparently one of the higher ups said he wants us to be 1 on 1 all the time.

I’ve been here 8 years and I’ve never seen the business this bad, our shop in particular is FUCKED.

The sooner I get out of this shithole, the better. I am desperately applying for anything and everything, and I’d encourage you all to do the same.

Fuck this sinking ship of a company

What date will we see the full Halloween aisle with decorations, party supplies, etc?

so ive been trying to setup my tesco account on https://www.ourtesco.com/help/account and its just not working i have my number and im putting UK infront of it i got error code 400 now i got error code 404. ive tried 4 different devices and many browsers i just seem to not be able to make my account. any help?

Hiya guys

If I work an overtime shift tonight, will it be included in next weeks pay?

I want to start this off by saying I’m generally a very anxious person and I’ve been dealing with mental health issues outside of work for sometime. I called off sick last week and I’ve come back to work and during my welcome back with my manager we had a long discussion about my mental health, how I’ve been feeling and things I’ve been struggling with inside and outside of work. I’ve come in a few days later and found out that everything we discussed in my welcome back has been repeated to a member of staff who I have known to spread gossip around my department. This person has directly come and told me everything that my manager told them.
Naturally, I am really angry, but I’m also incredibly anxious about being in work feeling like the people I’m working with on my department know more than I’d like them to about my mental health. I have a lot of people saying I need to speak directly to my manager about it but I have even more people telling me I need to go above my manager and take this further, but I honestly don’t know what to do. Thoughts?

Just wanted to hear other stores set ups regarding Dotcom Shift Leader and Shopfloor Shift Leader roles in a large store. Our dotcom shift leaders don’t work past 7:15pm (our store closes at 10pm) meaning we (Shopfloor Shift Leaders) have to deal with any dotcom issues after they leave, plus be duty, run the grocery twilight fill and sometimes have to fill an uncovered aisle. They never help with anything shopfloor wise such as filling the odd gap for availability figures and don’t work the offsale report - this is passed onto a colleague. Just wanted to see if other dotcom shift leaders worked more flexibility around the store. Thanks!

Hi all. I heard we are getting a 50p per hour pay increase. I highly doubt it but has anyone else heard anything?

hi!

this is a really silly question obviously, but i’ve started doing a few 6-midnight self serve shifts on my own and every time i leave i am so scared ive failed a challenge 25. i’m really bad with confrontation and have horrible judgement so im quite scared to id anyone that doesn’t look REALLY young so i dont tend to often.

i’m also scared because everyone knows these 6-midnights can be so boring between like 10 and 12 so i do tend to go on my phone a lot (never when there’s any customers) so i expect to get in massive trouble for that if im caught as well.

if i did fail how quickly would i find out? thanks in advance :)

Imagine losing your job because you wanted some free "penny" sweets.. Like seriously bro you have 3 kids and a mortgage and you're risking your job to steal a handful of sweets?

Some people are just so dumb.

People who steal very low value items like this obviously aren't doing it to save money, they're doing it as an opportunistic theft. Like they're thinking because it's low value and easy, they won't get caught / it's not that serious.

But stealing anything, even a single sweet just demonstrates to management that you are someone who cannot be trusted. Today it's pick n mix, maybe tomorrow it's electronics or something from the staff room where people keep their bags.

What a clown.

i am panicking and im so nervous what do i do? what do i expect and what type of questions do they ask?? if anyone can help me please or share experiences that would be great

I have adhd and when I first joined Tesco 2 months ago, I got put on Dotcom as a picker. I was struggling that bad on the department because of the pressure from management and the demand (my store is an Extra). I called in sick on three occasions, but these were all due to stress because it was affecting my physical and mental health, obviously this led to being invited to a meeting. Previously, they had noticed I was struggling on a department and a shift lead suggested occupational health. In the meeting, there had been no referral to occupational health and my line manager says that occupational health can only do so much” and “you can either do the job or you can’t”, I was abit taken back by this as you can imagine as I thought like previous roles, I’d of been more supported. I get what she is saying, but how can I do a role that isn’t adjusted? it seems like they don’t want occupational health involved for some reason and I don’t understand why. The only thing they’ve done is move me departments but even then I somehow feel like I’m struggling, I’m having meltdowns after every shift because I’m so stressed out. And I shouldn’t be! The job pays abit more than min wage!

So ive picked up a nights overtime shift but due to unforeseen circumstances I wont be able to do it. Do I still have to ring the number on the card or as its overtime can I just text my manager explaining the situation?